Nearly 40% of the skills people rely on at work today will soon be outdated or replaced.
For HR leaders, it’s a wake-up call. Talent strategies need to move faster, or the business may fall behind.
While advances in AI and automation are certainly speeding up the pace of the problem, the skills gap goes beyond just new technology.
Spot the Workforce Skills That Will Move Your Business Forward
Closing the skills gap starts with understanding what your business truly needs.
This requires identifying the capabilities that will drive your strategy and recognizing the gaps between today’s talent skills and tomorrow’s demands.
“The organizations I work with aren’t just changing how they hire. They’re transforming their entire talent management mindset through a skills-first lens.”
Ashish Sinha, Korn Ferry
How do you find out what skills you already have and which ones you need next? The best starting point is your business objectives.
“I advise my clients to develop a clear skills philosophy that includes a committed plan for upskilling and reskilling their people to meet future demands,” says Ashish Sinha, Senior Client Partner at Korn Ferry.
“The organizations I work with aren’t just changing how they hire. They’re transforming their entire talent management mindset through a skills-first lens,” he adds.
Hire for Potential, Not Just Past Roles
More organizations are realizing that experience alone doesn’t guarantee the right fit.
Shifting the focus from past roles to skills unlocks access to a wider, more diverse talent pool—and helps build a workforce ready for what’s next.
But while leaders see the value in this change, many feel unprepared to act on it.
Nearly 40 percent of HR leaders say skills-based hiring is critical, according to Korn Ferry’s Talent Trends 2025 survey. Yet only 17 percent feel ready to put it into practice.
So how can you sharpen your focus on skills when hiring?
Try these practical steps:
1. Rethink Job Postings to Highlight Workforce Skills
Move beyond checklists of degrees and job titles.
Lead with the core skills the role requires, such as agility or adaptability. This approach reaches candidates who can deliver, even if they took non-traditional paths.
2. Make Skills a Clear Part of Your EVP
If skills matter to your business, say it clearly.
Reflect this in your employee value proposition (EVP) so candidates with the right capabilities and mindset know they will be valued in your organization.
3. Pair AI Tools with Your ATS for Smarter Screening
Integrate AI tools with your applicant tracking system (ATS) to scan thousands of resumes quickly. This helps you identify the best skills-based matches, not just familiar job titles.
But smart screening is only the first step. To become a skills-based organization, you need to embed a skills-first mindset across your entire talent strategy. This means rethinking rewards, promotions, performance management, and capability development with skills at the center.
“The clients I work with are shifting not just talent acquisition but their whole approach to talent management through a skills-based lens,” says Tracy Bosch, Senior Client Partner at Korn Ferry.
Want to better connect your talent and development teams to find and keep the right people? Read our article: Smash the Silos—Best Practices for Aligning TA & L&D
Keep The People You’ve Worked Hard to Find
Hiring the right skills is just the start. Retaining those people, especially in today’s competitive market, is what truly sets you apart.
Holding on to skilled talent gives you more than continuity. You keep the knowledge that helps others grow and build a stronger foundation for reskilling and upskilling across your workforce.
Organizations with active internal mobility programs see 41% higher retention rates, LinkedIn’s Global Talent Trends report reveals. These programs show people there’s a future for them right where they are.
